2013 Compensation Trends: Setting and Managing Pay within a Recovering Economy
Despite continued mixed economic signals, salary budget increases in the US haven’t declined. In fact, according to the Mercer 2012-13 Compensation Planning Survey the projected median increase for 2013, for the average performer, is 3.0%.
While the increases may be modest compared to emerging markets, 2013 is the 3rd straight year where we’ve seen a decline in the use of salary freezes and reductions — another positive sign that good things are ahead for the US economy.
And while pay remains an important component of the employment deal, many companies are focusing on a total rewards perspective, with the distinct goal to retain and encourage high performers. Organizations are thinking holistically about the entire employee experience to determine the “right” value proposition for different segments of their workforce.
This comprehensive audio conference focuses on the tools needed to prepare competitive budgets for 2013. Our compensation expert will provide you with an in-depth look at 2012 compensation spending and anticipated 2013 compensation trends. Specifically they’ll review:
- Trends and statistics: Base pay data for a variety of industries, regions and employee groups
- Competitive intelligence: Insight into how other companies make pay decisions and best practices
- Future state: Outline of what companies are planning for 2013 and beyond
By the end of this highly informative program, you’ll be better prepared to enhance the conversation regarding effective pay management with your internal customers.
Specifically you will learn more about the following in order to help management prepare for a possible upturn in the economy and the more competitive labor market that goes with it.
- Delivery of base salary increases, structure adjustments and bonuses
- Links between pay delivery and performance categories
- Trends in bonus offerings, recognition plans and creative rewards
Following the seminar participants will receive a copy of the Executive Summary from the Mercer 2012/2013 US Compensation Planning Report. The survey represents over 1,500 companies and 12 million employees in many industries and regions across the US and includes valuable stastics on:
- Salary Freezes / Salary Reductions
- Base Salary Increases
- Salary Increases by Industry
- Salary Increases by Region
- Promotional Increase Budgets
- Salary Structures
- Lump Sum Payouts
- Short-term Incentives
- Salary Differentiation
- Other Practices
- Attraction & Retention
Catherine Hartmann, Principal, Mercer
Catherine is a Principal in the Human Capital Advisory Services business in the Los Angeles office of Mercer Human Resource Consulting, Inc. Her specific areas of focus are analyzing and designing total reward strategies, implementing global job evaluation systems, building compensation and performance management programs, and conducting employee research.
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Your CD recording includes the complete audio conference presentation, audience Q&A and presentation materials.
APPROVED FOR RECERTIFICATION CREDIT:
||HRCI - Receive 1.25 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
"The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit."
Each C4CM event presents a variety of information and is presented for each organization to develop its own approach and methodology.